MSG Team's other articles

9741 Performance Management as a HR Management Concept

The very mention of appraisals, reviews and ratings is enough to make seasoned professionals cringe and rejoice alike. For some, these are occasions when they would come out smiling out of the review whereas for others, there is nothing memorable about the whole process. So, what is it that is so important about performance management? […]

11312 Principles of Social Business

The idea of social business was given by Prof. Muhammad Yunus of Bangladesh. It was unique because unlike other concepts or businesses that were serving the society for namesake, social business was based on certain principles. These principles are seven in number and are called the principles of social business. Like any other principle, the […]

11803 Ways to Improve Employee Training Modules

A training module is said to be effective only when it is clearly understood by the audience. An effective training module needs to address all the queries of individuals, suggest ways of improvements, teach them additional skills and help them deliver their level best. A training manager’s role is not only to design training modules […]

11142 Role of Managers in Employee Relationship

A healthy employee relationship is essential for the employees to find their work interesting and perform their level best. It is important for everyone to understand that one goes to his organization to work and conflicts must be avoided as it is nothing but a mere waste of time. Employees must be comfortable with each […]

9515 Handling Employees After Performance Appraisals

Performance appraisal refers to the elaborate process of reviewing one’s performance and output over a certain period of time and not only give correct feedbacks but also acknowledge and appreciate the hard work. Appraisal letters cause a lot of anxiety and sometimes disappointment among employees. Individuals never create problems when they get a good salary […]

Search with tags

  • No tags available.

A career development program is a planned mechanism to integrate a series of activities related to individual career planning by the employees and organizational career management for the employees.

The main objective of designing and developing a career management program is to provide employees with an opportunity to grow within the organization and expand their horizons and upgrade and use their skills to maximum possible extent so that the organization can be benefited ultimately.

Times have changed and so have the needs and aspirations of employees. Gone are the days when they would stick to their job until their retirement.

In today’s world, when there is so much to explore and achieve, they simply can’t afford to be static. They need continuous development and evolvement of themselves and reach new heights.

Career program in such a scenario tries to strike a balance between the employee requirements and objectives and organizations requirements and objectives.

The entire program is a consortium of several activities and workshops that help in fostering better communication at all levels of organization so everyone can understand each other’s requirements, skills and competencies.

The program also gives employees an opportunity to understand their own desires and aspirations and feasibility of their goals so that they can assess their skills and competencies and therefore, set realistic goals.

Once a career program is introduced in the organization, the top management has to make sure that it serves the purpose for which it has been introduced and implemented. There are several factors that indicate the effectiveness of a career program. By assessing and analyzing them, the HR professionals can measure till what extent the program has been successful.

Indicators of Career Program Effectiveness

  • Matching the Standards with the Results: Comparison between already established goals and objectives and achievement is the biggest indicator of the effectiveness of a career program.

    Lesser the difference between the two, more successful the program is. But before matching the two, HR managers should make sure that the set standards were feasible to achieve and achieved output is calculated without any bias.

  • Greater Self Awareness among Employees: The effectiveness of the program can also be measured by the degree of increase in self awareness among employees. If they feel that they have achieved greater self awareness and self-determination and acquired necessary and useful information about their career, the program is definitely a big success.

  • Balance between Employee and Organization Requirements and Objectives: Implementation of a career development program should result in better communication at all levels within the organization, a balance match between individual and organizational career and identification of talent pool by HR specialists are other major indicators that can help you measure the effectiveness of a career development program.

  • Changes in Performance Indexes: Improved employee performance ratings, improved employee morale, reduced turnover rates, reduced employee absenteeism, increased promotions from within and reduced time to fill job openings are other positive indicators for measuring the effectiveness of a career program.

Along with this, a positive change in the attitude and behaviour of employees and adequacy of organizational career information can also be seen as indicators of career program effectiveness.

Article Written by

MSG Team

An insightful writer passionate about sharing expertise, trends, and tips, dedicated to inspiring and informing readers through engaging and thoughtful content.

Leave a reply

Your email address will not be published. Required fields are marked *

Related Articles

Components of a Career Development System

MSG Team

Choosing the Right Business School and Major in the Course

MSG Team